Setting your career in motion: after several years of experience, mid-level professionals get ready for the next move. (Career Management Part 2 Of A Series).

YOU MIGHT SAY IT'S IN HER BLOOD. AMBER E. OKOYE'S BROTHER is a civil engineer, and her late father owned and operated a civil engineering firm for about 18 years. Okoye, 31, knew that would be her profession while still in high school when she spent her summers interning at her dad's company and others such as Exxon. She currently works for Motorola as a mechanical engineering resource manager for its two-way radio division, overseeing the company's mechanical engineers and support staff on manufacturing efficiency and product quality.

Okoye's been with Motorola for seven and a half years. She began working for the company after graduating from the University of Texas with a mechanical engineering degree and moved up the ranks quickly, having had four promotions so far. Her last was in September, and garnered her an 18% salary increase.

It's the type of career growth Wayne P. Harris is still hoping to achieve if he could only acquire his dream job--director of marketing and communications in a media company or cultural institution targeted to African Americans. After years of paying dues and figuring out how to land a job in media, Harris, an account supervisor at a direct marketing agency in Jersey City, New Jersey, is still trying to move his career to the next level. If working long hours to meet deadlines, networking at industry and social gatherings, and attending evening classes haven't worked, he wonders what will. Three degrees (16 years since his first) and a few lateral moves later, Harris, 38, like so many other mid-level professionals, feels stuck in his present job and unfulfilled in his career goals.

"It has been difficult because, for what I want to do, there aren't a million jobs out there," he says. "My interest is marketing to African Americans. That narrows the field significantly." Having endured rigorous multi-interview processes for what seemed like promising positions, Harris continues to be disappointed. "I always seem to make the short list. I always seem to be the best man and not the groom."

Does the best man eventually get a bride? "He's doing everything right. He could be at the threshold of success," replies Michael Wilkinson, managing director of Leadership Strategies Inc. in Atlanta. "But like everything else, opportunity is also a matter of timing." Harris might be in for a long engagement. At press time, according to statistics from the U.S. Department of Labor, unemployment hit 5.7%-10.1% for African Americans--with job losses occurring in every major industry. There will be no quick economic recovery. Couple that with post-September 11 introspection, and what you get are employees feeling anxious about their futures. "Someone like [Harris] should take this time to maximize his network by solidifying relationships in his prospective industry and continue the interviewing process," advises Wilkinson. "He should also take the time to seriously examine his approach." Even if it means following up on an unsuccessful interview to find out where he lost points.

"Of late, mid-level professionals are looking for answers," says Peter J. Goodman, CEO of MyJobCoach Inc., and author of Win-Win Career Negotiations: All You Need to Know About Negotiating Your Employment Agreement (Gut Instinct Press, $14.95). "They feel pressure to be flexible and are looking for alternative career options, unlike their senior-level counterparts who are more comfortable in their careers."

And despite a dismal economic climate, employees do have options. Opportunities for career growth are available for those willing to pursue them. But before you can advance, career assessments have to be fine-tuned, and your plan of action has to be aggressively employed. "It's not enough to do your job well," states Okoye. "You have to meet your goals, and your boss' goals. Exceed them, and identify opportunities for new goals and strategies."

This may not be the perfect time for frustrated employees to exit an unfulfilling position. In fact, according to Dr. Richard C. Bayer, COO of The Five O'Clock Club, a career counseling organization in New York, many employees in this environment are inclined not to switch jobs even if they are unsatisfied. This is an opportune time, however, for setting an agenda for the future.

Although Okoye is not planning to leave her company, she has always positioned herself to take advantage of opportunities. She went back to school to earn an M.B.A. from the University of Miami, remained an active member of the National Society of Black Engineers (NSBE), and always knew when there was an opening in her company.

"We're coming off a long economic expansion. We've gotten spoiled," adds Bayer. "You're going to have to adapt new expectations for the workforce and become skilled at turning interviews into offers. You won't get a job because they liked you." Counselors at The Five O'Clock Club suggest that potential employees ask the following questions: How far along is the company in the hiring process? Are they close to making a decision? It's also a good strategy to ask the interviewer(s) how you stacked up to the competition immediately after the interview. "It's usually unexpected and can yield some helpful information," says Bayer. "Give definitive answers about how you would handle the position. Present a proposal and forget those silly `thank you' notes," he says. "Write a one page influence note addressing any questions that may have arisen, and detail what you can do for the company. Think like a consultant.

"You don't want to quit a job unless you have something else to go to," Bayer adds. "So, use this time to update your skills by taking classes or joining organizations. These should be ongoing practices." Technology and trends are changing at such a rapid pace, it will require not just taking a class but continually researching your industry and studying trends. Don't just join an organization. Be actively involved, regularly touching base with associates. "And while you're there, take the initiative at your present firm," Bayer says, "even if it means being a little aggressive. Seek out assignments that can move you toward your goal."

Okoye knew early on that it would be to her advantage to become as knowledgeable as she could about different areas of engineering at Motorola. She regularly kept in touch with other departments, quizzing managers on their expectations for their divisions. "I'm in manufacturing, and I have a background in development and design engineering as well," says Okoye. She also constantly updated her knowledge on company procedures. When her current managerial position opened up, Okoye was chosen for the job.

Aggressive strategic positioning was Gilda N. Squire's approach. With a degree in communications-public relations from George Mason University in Fairfax, Virginia, she was initially disappointed after moving from Virginia to New York to start a career as an entertainment publicist in February of 1996. "The entertainment industry just wasn't paying as much as I'd expected," she said, "so I took a job I didn't really want with Goldman Sachs."

In April, Squire, 32, accepted a senior assistant's position in the investment banking division, where she supported three senior vice presidents. "When I got there, I cried every day for six months," she recalls. "I was miserable. I wasn't doing anything I had worked so hard for the previous three and a half years in school." After her first year, however, she became proactive. "I told myself, `If I'm going to be here, I need to put my skills and degree to work'"

She sought out the head of media relations at Goldman Sachs' New York office and introduced herself. They kept in touch, and when a position opened up, Squire interviewed and got the job, working her way up the ranks to become a senior analyst. But even as much as she loved her work environment and achieved professional successes, such as establishing a diversity marketing program, Squire came to a crossroads in her professional life and decided it was time to move on. This past summer, she took a $20,000 pay cut to become a publicist at Penguin Putnam.

"In as much as I had done, I didn't feel I was really where I needed to be," Squire reflects. "It was a huge risk. I felt I had to take a couple of steps backward to move forward. There are times when I feel the pinch, but I know what the payoff will be," she says.

"Don't give up your dream," advises Gregory P. Smith, a management consultant and president and founder of the Conyers, Georgia-based management development firm Chart Your Course International. "Develop your goals and plans for what you're going to do when the economy improves." Put them down on paper. "Ask yourself, `What's the bridge I have to put in place to make my vision a reality?'" offers Wilkinson. "Then identify all the people, resources, and sacrifices that will be necessary. After that, you have to ask yourself if you're willing to build that bridge."

Loren Samuel is building his bridge to entrepreneurship. Samuel, 29, recently joined Interior Architects in Los Angeles as a job captain, seeking a challenge from his last job, which had become too routine. At Interior Architects, he spends his days facilitating the design developments of the firm's other architects and senior designers by transferring their sketches and ideas to computer generated, 2-D and 3-D renderings, and eventually into construction documents.

"I really just enjoy being creative. It's really rewarding to see something that you've designed come to life, be constructed, and then have people come in and enjoy it," Samuel says. "One day I'd like to have my own architectural firm. I'd like to be responsible for and reap the glory for a project from its inception to its end." Samuel uses a spare bedroom in his home to start his business until he is able to purchase a building for his firm with rental space for other income-generating businesses. He has already contracted his services to two clients, hoping to add an anticipated $20,000 to assist him and a former co-worker, now his partner, in starting their own firm, which would target low-end commercial and high-end residential customers.

If you're considering starting your own business, Smith suggests first developing a professional reputation by moonlighting your skills and developing your own set of procedures and formulas to impress your clients. It makes for a safer and more efficient transition from the corporate to the entrepreneurial world. It would be poor professional behavior to implement your present employer's tools or solicit its clients.

Gather as much information on the business aspects of your industry as possible. As an employee, there are many operational tasks taken for granted. Who are the industry suppliers? How competitive is the industry? What are the day-to-day operational costs? Conduct informational interviews with representatives in every area of your business, from accounting procedures to installing phone lines. Request 15 to 20 minutes to speak with a senior-level partner or entrepreneur to find out what problems they faced when starting their business.

BEFORE MAKING ANY TRANSITION:

* Do your homework. If you're thinking about making a job switch, find out as much as you can about the financial health of a potential employer. Track the history of the position you're vying for. Ask these questions during the interview: Is this a new position? What are the company's expectations for this position? What are its challenges? If you're thinking about starting your own business, be certain to fully determine the economic climate in which your new company is expected to function. Will your company meet the challenges of the industry?

* Invest in career counseling. It can assist in a number of different areas, including career transition, contract and salary negotiation, and business etiquette. Fees for a professional career coach can range from $100 for a half-hour session to $250 for an hour.

* Take a test. Even though midlevel professionals have been working for more than a decade, they still may not fully appreciate the assets they bring to a potential employer. A behavioral assessment test can help you determine work compatibility based on your strengths, weaknesses, interests, and values at www.myjobcoach.com. It takes 10 minutes and it's free.

Wilkinson encourages professionals to assess their current status before designing or implementing a plan of action. Assessments require introspection, which is where you build your vision for the future. "God has endowed us with interests, needs, and abilities to help us determine our paths in life," states Wilkinson.

Wayne P. Harris

Age: 38

Profession: account supervisor for a direct marketing agency

Duties: developing strategies and managing the creative execution of direct mail packages, and increasing e-marketing solutions using Web marketing technologies

Desired salary range: $70,000 to $80,000

Education: bachelor's of arts in journalism with a concentration in advertising, Temple University; M.B.A., Rutgers University; master's in publishing, New York University 

Marital status: married

Coveted position: director of marketing and communications in a media company or cultural institution targeted to African Americans

Rules for success: "Be ready. Be prepared."

Amber E. Okoye

Age: 31

Profession: mechanical engineering resource manager for Motorola

Education: bachelor's of science in mechanical engineering, University of Texas; M.B.A., University of Florida 

Promotions: four in seven and a half years Recent pay raise: 18% for new position

Keys to success: "Have a positive attitude and diversify your knowledge base."

Marital status: single

Loren Samuel

Age: 29

Profession: job captain at Interior Architects; oversees the production of construction documents

Time with present employer: 10 months

Salary history: salary has doubled in four years

Marital status: married

Career goal: to eventually own an architectural firm

Education: studied architecture for five years at Howard University 

Career advice: "I wouldn't suggest going after a job because of the title or how much money it pays. When you wake up each morning, you have to be happy with what you're doing."

Wilkinson's Guide to Career Assessment

INTERLOCK 4:

Status--Need and ability overlap outside of interest.

Profile--You are good at what you do and make a good living but are not feeling fulfilled.

Result--You are reluctant to change because you feel trapped by the lifestyle you've created.

Prescription--It may require some sacrifice, but you realize that you've already developed talents and skills that are transferable. You will have to be aggressive and creative with your approach.

INTERLOCK 5:

Status--Interest and need coincide outside of ability.

Profile--You are enjoying a well-paid position but are lacking certain skills.

Result--You're frustrated because you're not getting the promotions you would like.

Prescription--You may be working outside of your element, or you haven't sought the necessary training to become great instead of just good.

INTERLOCK 6:

Status--Interest and ability are combined outside of need.

Profile--You love what you do and you have skills, but you are not making money.

Result--You believe you can't get paid to do what you love. You're looking at career possibilities through a narrow lens. You believe you should pursue a more traditional career.

Prescription--Stop taking your talents for granted because you enjoy your work. Outline your goals and include what you'd like to be paid. Seek creative opportunities for maximizing fulfillment of both your interests and needs.

INTERLOCK 7:

Status--Need, interest, and ability converge.

Profile--You have found a position in which you are fully capable. It meets all your needs, and you feel you're making a difference.

Result--Life's perfect? Not quite. There is great satisfaction, but the challenge now is to realize that there are always opportunities to grow and develop. Interlock 7 is a continuum, not a destination.